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dc.contributor.authorHolst, Elkeen_US
dc.contributor.authorSchimeta, Juliaen_US
dc.date.accessioned2012-05-18en_US
dc.date.accessioned2012-05-22T15:49:18Z-
dc.date.available2012-05-22T15:49:18Z-
dc.date.issued2012en_US
dc.identifier.citationDIW Economic Bulletin 2192-7219 2 2012 4 3-13en_US
dc.identifier.urihttp://hdl.handle.net/10419/57985-
dc.description.abstractThe aim of recruiting more women into top-level management positions in business is attracting increasing interest among the general public and policy-makers alike. Calls for a quota for women and the widely publicized appointment of four women to the executive boards of DAX 30 companies in 2011 still does not detract from the fact that women continue to play a marginal role in the most important economic decision-making processes in Germany's largest companies. Again in 2011, only three percent of executive board members in Germany's top 200 companies were women. In the same year, women held an 11.9 percent share of seats on supervisory boards, and over two-thirds of them were employees' representatives. There has been barely any change in the top 200 companies in comparison with previous years. The proportion of women in high-ranking positions in MDAX and SDAX companies is similarly low. The percentage of women in the prominent DAX 30 companies was 3.7 percent in 2011, which represents an increase of 1.5 percentage points from the previous year. In companies with government-owned shares- some of which are considerably smaller-8.2 percent of executive board members and 17.7 percent of supervisory board members are women. This goes to prove that women are also far from achieving gender equality in the boardroom. In comparison with 2010, the percentage of exclusively male supervisory boards even significantly increased: by 8.8 percentage points to 23.6 percent in 2011. The growing realization among policy-makers, business, and civil society that greater gender diversification in the boardroom is needed has yet to lead to the breakthrough hoped for in the appointment of women to executive and supervisory boards.en_US
dc.language.isoengen_US
dc.publisherDeutsches Institut für Wirtschaftsforschung (DIW) Berlinen_US
dc.subject.jelD22en_US
dc.subject.jelJ16en_US
dc.subject.jelJ59en_US
dc.subject.jelJ78en_US
dc.subject.jelL21en_US
dc.subject.jelL32en_US
dc.subject.jelM14en_US
dc.subject.jelM51en_US
dc.subject.ddc330en_US
dc.subject.keywordboard diversityen_US
dc.subject.keywordwomen CEOsen_US
dc.subject.keywordgender equalityen_US
dc.subject.keywordmanagementen_US
dc.subject.keywordDAX companiesen_US
dc.subject.keywordprivate companiesen_US
dc.subject.keywordpublic companiesen_US
dc.titleTop-level management in large companies: Persistent male-dominated structures leave little room for womenen_US
dc.typeArticleen_US
dc.identifier.ppn715897721en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen_US
Appears in Collections:Publikationen von Forscherinnen und Forschern des DIW
DIW Economic Bulletin

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